Employee Handbook Remove Electronic Signature For Free

A federal law, the Electronic Signatures in Global and National Commerce (ESIGN) Act, and the law of nearly every state (through the adoption of the Uniform Electronic Transactions Act or similar legislation), provide that electronic signatures are legally enforceable as long as a few basic requirements are satisfied.

Omitting Disclaimers. All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

NO, electronic signatures are not mandatory. When you sign a contract, both parties must agree on the content and on its form, too.

Though not required by law, employers should make every effort to receive signed handbook acknowledgments from all employees when first hired and at any time the handbook is updated.An employer cannot force an employee to sign the handbook acknowledgment.

Digital signing of contracts removes the need for any documents to be physically signed with ink signatures. An electronic signature is used, allowing the whole process to be handled digitally.

A non-contractual handbook allows much more flexibility policies can be altered and changed without requiring employee consent, and to quickly accommodate any change in the law. Your handbook should explicitly state whether it is or is not contractual.

Although you're not legally obligated to obtain signatures, doing so provides proof you informed employees of your company policies (including those requiring notification by law). This can reduce legal risk if there's ever a dispute about whether or not an employee was aware of a policy.